Equal pay reviews must therefore look beyond gender and explore other diversity dimensions such as age, ethnicity, and disability.
If it's introduced in a way that fuels resistance, it could push the momentum in the wrong direction or create a negative response.
It's a fine line to cross, within the technicality of the law.
Employers should begin from the principal that all individuals, not just women compared with men, should receive equal pay for equal work.
That's the same kind of thing that employers need to be doing to be more professional and effective at training anybody, no matter what age they are. The sheep-dip approach isn't working any more.
